Employment Trends & Salary Survey · Hiring Trends What are the most challenging aspects of...

www.sciproglobal.com

Employment Trends & Salary Survey

2017-18in partnership with

Contents

Introduction to SciPro...................................3

Executive Summary.......................................4

Section 1 | Demographics...........................5 - 10

Section 2 | Hiring Trends.............................11 - 18

Section 3 | What Attracts Employees?......19 - 26

Section 4 | Benefits....................................... 27 - 34

Section 5 | Industry Trends......................... 35 - 44

Section 6 | Diversity...................................... 45 - 48

Section 7 | Salaries....................................... 49 - 56

Section 8 | Our Teams.................................. 57 - 60

Introduction to SciPro

Who we areSciPro is a people business. We specialise in sourcing, advising and introducing highly skilled life sciences candidates to our client partners across the globe, helping them to achieve their business goals. The art of recruitment isn’t solely about filling jobs, it’s about matching people with people and creating harmonious and successful working environments.

As a leading staffing specialist with offices across Europe and North America our biggest asset is representing candidates of all levels across Research & Development, Operational Excellence & Performance, Manufacturing Quality, Compliance, Regulation, Data Management, Cost Optimisation and Innovation. We pride ourselves on being able to deliver to almost every requirement in your business, in any location you need it.

What we doFor candidates looking for their next role, it’s so important to gain an understanding and insight into a potential new company.

Because we partner so closely with the businesses we work with we are able to really match candidates with opportunities and they can trust our consultation on company culture, reporting structure, growth plans and everything that could effect their working life. We believe in so much more than just matching skills to jobs.

How can we help you?Our service is about getting under the skin of requirements, advising on current and future staffing needs, adopting the company values and representing the employer brand. We are committed to understanding your candidate motivations, experience, character and career goals to truly match them with the right opportunity.

Our consultants are technically aligned specialists focusing on a single area within Quality, Regulatory Affairs, Clinical Operations & Development, Data Management, Project Management, Medical Affairs, Pharmacovigilance, Market Access & HEOR, Research & Development and Biometrics.

3 4

Special thanks to Pharmiweb for their partnership on this project.

DisclaimerLHi has taken care in the development, preparation and maintenance of the this salary survey. LHi has and will continue to use its reasonable endeavours to ensure only accurate information is posted in the salary survey is accurate.

While LHi uses reasonable efforts to obtain information from sources which it believes to be reliable, it makes no representation that the information or opinions contained in the salary survey, or ancillary or associated publications, websites or other medium, are accurate, reliable or complete.

The information provided in the salary survey is therefore provided without any warranty of any kind, either express or implied.

LHi does not therefore guarantee or warrant the accuracy or reliability of any information, content or materials in the salary survey. LHi accepts no responsibility for any loss or damage whatsoever resulting from reliance on any statements contained in the salary survey.

The content of salary survey may be changed at any time without notice. No information contained in the salary constitutes or would be deemed to constitute an invitation by or on behalf of LHi or any of its subsidiaries to enter into a contract with you.

DemographicsSection 1

• Survey responses obtained from 65 different countries worldwide, covering 147 sectors.

• Majority of respondents have been at their current company for 1-2 years (24%), followed by 3-4 years (18%).

• The most represented age group among respondents was 45+ (38%).

• A significant portion of respondents currently work for companies with more than 5,000 employees (29%).

• Only 28% of respondents were a member of an affiliated body.

• 44% of overall respondents obtained a Masters Degree as their highest level of qualification.

Age of respondents

23%45+

18%35 - 44

12%25 - 34

2%18 - 24

2%18 - 24

12%35 - 44

15%45+

16%25 - 34

45% 55%

Gender split

1%

5.5% 5%

21% 29%

4.5%

9% 10%

10 +Years

What is your employment level?

Demographics

7 8

5.5% 5%

21% 29%

9% 10%

3 - 5Years

5 - 10Years

5.5% 5% 9% 10%

3 - 5Years

5 - 10Years

Hiring TrendsSection 2

Sector Yes No

Research & Development 67% 33%

Clinical 27% 73%

Quality Assurance 43% 57%

Medical Devices 64% 36%

Regulatory Affairs 56% 44%

Medical Affairs 83% 17%

Pharmacovigilance 67% 33%

Manufacturing 75% 25%

Sales and Marketing 50% 50%

Quality Control 0% 100%

Biometrics 100% 0%

Pharmaceutical 50% 50%

Top 5 sectors for new hires in 2018

Do Hiring Managers find it difficult to find new talent?

• Just over half of Hiring Managers are looking to grow their teams in 2018.

• 17% of Hiring Managers see their company’s reputation as the main attraction for potential employees, followed closely by company culture (15%).

• 56% of Hiring Managers believe it is difficult to hire new talent.

• The vast majority (75%) of Hiring Managers believe it takes months for new talent to settle into their organization. However 17% believe new talent can settle within a week.

• 64% of respondents would consider relocating for a new opportunity.

Research & Development18%

Clinical12%

Sales & Marketing12%

Quality Assurance10%

RegulatoryAffairs

8%

Hiring Trends

13 14

Hiring Trends

What are the most challenging aspects of recruitment for Hiring Managers?

How are Hiring Managers adapting their recruitment strategy for Millennials?

Utilizing more social media 38%

Offer flexible work hours 23%

Offer different benefits 14%

More networking events 13%

Move away from Job boards 7%

Other 5%

How long does it take new talent to settle into organization?

Sector First day Within a week A few months Longer than 6 months

Research & Development 0% 17% 78% 5%

Clinical 9% 9% 64% 18%

Quality Assurance 0% 0% 80% 20%

Regulatory Affairs 0% 37% 63% 0%

Medical Affairs 0% 33% 67% 0%

Pharmacovigilance 0% 60% 40% 0%

Manufacturing 0% 0% 100% 0%

Quality Control 0% 0% 100% 0%

15 16

Lack of quality candidates

Matching skill sets to criteria58%

15%15%Slow hiring processes

6%Sticking within client budgets

2%Understanding

client requirements

Relocation2%

Hiring Trends

Would you consider relocating for a role?

Level of seniority Yes No

Graduate 75% 25%

1-3 years 68% 32%

3-5 years 69% 31%

5-10 years 67% 33%

10 years + 61% 39%

United Kingdom

Switzerland

United States

Germany

France

Ireland

Austria

Australia

Where would you consider relocating to?

17 18

64%of respondents would

consider relocation for a new opportunity

What Attracts Employees?Section 3

• 28% of respondents working for SME’s would prefer to work for larger organizations.

• According to our research, 31% of respondents gave a rating of 4/5 (5 being strong) based on how valued they feel in their company. Only 5% gave a rating of 1/5.

• After 1-2 years, over half of employees are more negative about their role as they were in the beginning.

• Our research shows companies are underestimating the importance of employee salaries as the leading factor for attracting talent. Only 10% believe their employee salaries is their main attraction; while 26% of talent seeking work see salaries as the most important factor.

• When asked “why choose a career in Life Sciences”, 21% stated the decision was down to ‘an interest in Science’. 15% stated it was to ‘help people’. 7.5% stated it was due to obtaining a respectable qualification in the field.

• When questioned “How likely are you to look for a new role in the next 12 months?” 58% of non-US respondents said they were “very likely” or “likely”.

What are the top 10 most important factors affecting job satisfaction?

Sala

ry

Care

er D

evel

opm

ent

Achi

evem

ent R

ecog

nitio

n

Loca

tion

Flex

i Hou

rs

Com

pany

Val

ues

Rem

ote

Wor

king

Job

Secu

rity

Bene

fits

Job

Secu

rity

ContractPermanent

What Attracts Employees?

21 22

of respondents actively looked for a new role within the past year.

45%In the US

What Attracts Employees

Do you feel the same about your role as you did in the beginning?

Duration at company No Yes

20+ years 70% 30%

15-19 years 44% 56%

10-15 years 66% 34%

5-9 years 66% 34%

3-4 years 62% 38%

1-2 years 53% 47%

6-12 months 49% 51%

Under 6 months 21% 79%

What are the contributing factors to leaving a role?

Contract % of Reponses

Advance in rate elsewhere 26%

N/A I wouldnt leave a contract early I will always fulfill it 23%

Lack of career development 21%

Location 16%

Change in company values 8%

Other 6%

Permanent % of Reponses

Lack of career development 37%

Advance in salary elsewhere 34%

Location 13%

Change in company values 12%

Other 3%

Job security 1%

23 24

What Attracts Employees

How confident do you feel about your job security?

UK US Germany Switzerland

Very confident 25% 35% 23% 37%

Quite confident 40% 35% 39% 27%

Neither nor 15% 20% 27% 27%

Quite concerned 15% 5% 7% 5%

Very concerned 5% 5% 4% 4%

ContractPermanent

Sala

ry

Loca

tion

Job

Secu

rity

Cultu

re

Flex

i Hou

rs

Rem

ote

Wor

king

Bene

fits

Care

er D

evel

opm

ent

Most important factors looked for in a job

What do you think attracts employees to your company?

Reputation in your field 23%

Company culture 19%

Training & development 14%

Flexible work hours 14%

Your company benefits 11%

Employee salaries 10%

Promotional opportunites 9%

What are job seekers looking for in new roles?

Health Insurance

Paid Holiday

Flexible Working

Bonuses / Commission

Retirement / Pension

Life Insurance

Health Plan

Dental Insurance

Paternity Leace

Transport Allowance

25 26

BenefitsSection 4

• 66% of employees expect salaries to increase over the next year. However, only 27% of Hiring Managers expect an increase.

• 41% of Permanent candidates have stated they are not happy with their package, while 46% of contract candidates also not satisfied.

• 46% of respondents (excluding US) receive 4-6 weeks paid holiday, followed by 27% receiving 3-4. In the US, 36% of respondents receive 2-3 weeks paid vacation.

• 68% of contract workers have the option for remote / flexible working in their current contract.

• 52% of European respondents stated they were satisfied with their current benefits package, while only 45% of US respondents said they were happy.

• Globally, receiving a health plan is not a prominent benefit. However, in the US 80% of respondents receive this incentive as part of their package.

Clinical

Years experience No Yes

10 years + 39% 61%

5-10 years 31% 69%

3-5 years 0% 100%

1-3 years 20% 80%

Graduate 50% 50%

Are you happy with your overall package?

Medical Affairs


10 years + 23% 77%

5-10 years 0% 100%

3-5 years 75% 25%

1-3 years 50% 50%

Graduate 33% 67%

Medical Devices


10 years + 11% 89%

5-10 years 64% 36%

3-5 years 50% 50%

1-3 years 50% 50%

Graduate 33% 67%

Benefits

29 30

Pharmaceutical


10 years + 100% 0%

Pharmacovigilance


10 years + 20% 80%

5-10 years 50% 50%

3-5 years 60% 40%

1-3 years 60% 40%

Graduate 100% 0%

Quality Assurance


10 years + 36% 64%

5-10 years 31% 69%

3-5 years 29% 71%

1-3 years 100% 0%

Graduate 50% 50%

Regulatory Affairs


10 years + 47% 53%

5-10 years 50% 50%

3-5 years 57% 43%

1-3 years 100% 0%

Graduate 0% 100%

Research & Development


10 years + 47% 53%

5-10 years 64% 36%

3-5 years 100% 0%

1-3 years 33% 67%

Graduate 0% 100%

Benefits

31 32

What benefits do you currently receive? (Permanent)

Global UK USA Europe

Retirement/Pension Plan 63% 76% 68% 44%

Health Insurance 57% 50% 80% 16%

Flexible working 56% 49% 59% 65%

Bonuses/ Commission 52% 46% 64% 40%

Paid maternity/ leave 44% 45% 77% 25%

Life Insurance 36% 35% 66% 7%

Transport allowance 26% 21% 14% 16%

Dental Insurance 25% 21% 68% 5%

Health Plan 23% 21% 80% 7%

Overtime Pay 15% 12% 7% 13%

What benefits to do employees believe they should receive? (%)

Benefits

Flex

ible

Wor

king

Bonu

ses /

Com

mis

sion

Life

Insu

ranc

e

Paid

Hol

iday

Hea

lth P

lan

Ove

rtim

e Pa

y

Tran

spor

t Allo

wan

ce

Hea

lth In

sura

nce

Retir

emen

t / P

ensi

on P

lans

Paid

Mat

erni

ty /

Pate

rnity

Lea

ve

33 34

Industry TrendsSection 5

• When establishing where organizations are planning their investment for 2018, Quality Assurance and Medical Devices were there areas holding more priority.

• As a general consensus across sectors, a prominent trend seems to be a focus on personalized medication.

• According to this survey, between other agreements across the industry, Biotech companies are at the centre of innovation.

• When questioned, ‘which therapeutic area do you see having major investment in 2018?’, the majority of responses pointed to Oncology (36% of total responses). • When questioned, ‘which therapeutic area do you see having less investment in 2018?’, the majority of responses pointed to rare diseases (26% of total responses).

What are the leading trends heading into 2018?Industry Trends

37 38

Clincal Pharmaceutical Research & Development

Regulatory Affairs

Artificial intelligence, pressure on pricing, new

therapies

Focus on personalized medications

Focus on personalized medications,

new therapies

Investments into new

drugs, pressure on

pricing

Pharmacovigilance

Investments into new

drugs, pressure on

pricing

Medical Devices

Personalized medicine,

more regulations

Medical Affairs

Gene therapy continuing to

expand

Quality Assurance

Focus on personalized medications

For the following high priority areas, these functions had the highest investment:

Quality Assurance

Manufacturing

Medical Devices

Sales & Marketing

Industry Trends


Research & Development 53%

Sales & Marketing 15%

Manufacturing 13%

People 9%

Funding 4%

Technology 2%

Consulting 2%

Building Capacity & Infrastructure 1%

Clinical Care 1%

Where do employees see their company making investment for 2018?

Quality Assurance

Manufacturing 34%



People 11%

New MDR & ISO 2%

Wholesaler 2%

Providing Services 1%

Clinical



People 22%

Systems 2%

Acquisitions 1%

Clinical Trial 1%

Service 1%

Funding 1%

Acquiring Smaller Businesses 1%

New Facility 1%

Biometrics



People 25%

Funding 13%

39 40

Industry Trends

Medical Devices



Manufacturing 15%

People 13%

Funding 4%

None 2%

Consultancy 2%

New Medical Device Regulations 2%

No Investment 1%

Regulatory Affairs



Manufacturing 16%

People 14%

Funding 5%

Quality 2%

Medical Affairs



People 20%

Manufacturing 5%

Business Development 3%

Health Services 3%

Outsourcing Services 3%

Pharmacovigilance



People 19%

Manufacturing 14%

General Growth 3%

Funding 3%

41 42

Industry Trends

Reason for unsuccessful interviews

Sectors Lack of Experience

Lack of Qualifications Language Location Salary

Expectation

Clinical 64% 0% 0% 0% 36%

Pharmacovigilance 17% 17% 0% 50% 17%

Research & Development 83% 0% 0% 17% 0%

Regulatory Affairs 75% 0% 0% 0% 25%

Medical Devices 25% 0% 0% 50% 25%

Medical Affairs 100% 0% 0% 0% 0%

Nursing 50% 50% 0% 0% 0%

Statistics 50% 50% 0% 0% 0%

Quality Assurance 0% 0% 0% 100% 0%

Biometrics 100% 0% 0% 0% 0%

Sales & Marketing 100% 0% 0% 0% 0%

Who is leading the way in innovation?

43 44

Clincal Research & Development

RegulatoryAffairs

MedicalDevices

Pharma & Biotech

companies, Quintiles

Biotech companies Novartis

Johnson & Johnson, Medtronic

Medical Affairs

Quality Assurance

Pharmacovigilance

Biotech companies,

Novartis

Regulatory affairs

agencies,Biotech

companies

Pfizer,Roche

DiversitySection 6

47 48

• The most reoccurring approximate segment of males to females within Life Science organizations was 50%/50% (24%), closely followed by 40%/60% (21%).

• 44% of people believe age discrimination is present within the Life Sciences industry.

• When asked “Are you satisfied with your overall benefit package?” 60% of males answered yes. 43% females answered yes when asked the same question.

• According to our research, the majority of females gave a rating of 3/5 (32%) based on how valued they feel in their company. Compared to majority of males who gave a rating of 5/5 (39%).

• In terms of highest qualifications achieved between genders, the biggest gap between male and females are those who obtained Master Degrees (Male: 25% - Female: 19%).

Diversity

1009080

706050403020100

Biom

etric

s

Clin

ical

Mar

ketin

g

Med

ical

Affa

irs

Med

ical

Dev

ices

Phar

mac

ovig

ilanc

e

Qua

lity

Assu

ranc

e

Qua

lity

Cont

rol

Regu

lato

ry A

ffairs

Rese

arch

&

Deve

lopm

ent

Age Diversity by sector (%)

According to our research, the majority of females gave a rating of

3|5 based on how valued they feel in their company*5 = highly valued*

SalariesSection 7

Regulatory Affairs

Job Title Perm

Europe (€) USA ($) UK (£)

Regulatory Affairs Associate 51,000 137,000 40,000

Senior Regulatory Officer 40,000 65,000 35,000

Regulatory Affairs Manager 61,000 127,000 55,200

Head of Regulatory Affairs 85,000 174,000 78,000

Regulatory Affairs Director 110,000 188,000 100,000

Regulatory Specialist 54,500 80,000 45,000

Job Title Contract (daily rate)


Regulatory Affairs Associate 630 - 300

Senior Regulatory Officer 730 - 400

Regulatory Affairs Manager 800 800 430

Head of Regulatory Affairs 900 680 500

Regulatory Affairs Director 1,000 850 630

Regulatory Specialist 700 350 300


Job Title Perm


Clinical Scientist 45,000 125,000 32,000

Director of therapy 90,000 210,000 100,000

Junior Scientist 40,000 60,000 18,000

Scientist 42,500 65,000 25,000

Senior Scientist 50,000 130,000 35,000

Principal Scientist 58,000 140,000 50,000

Team Leader 60,000 140,000 55,000

Project Leader 64,000 140,000 60,000



Clinical Scientist 315 365 280

Director of therapy 595 520 420

Junior Scientist 259 275 210

Scientist 280 275 210

Senior Scientist 315 285 210

Principal Scientist 385 310 280

Team Leader 420 330 280

Project Leader 420 460 350

Salaries

49

Clinical

Job Title Perm


Clinical Trials Manager 60,000 120,000 55,000

Clinical Study Manager 60,000 120,000 56,000

Clinical Project Manager 60,000 135,000 50,000

Senior Clinical Project Manager 70,000 145,000 60,000

Clinical Operations Manager 80,000 120,000 70,000

Clinical Director 100,000 200,000 95,000

VP of Clinical Research 150,000 250,000 120,000



Clinical Trials Manager 325 380 175

Clinical Study Manager 350 420 250

Clinical Project Manager 400 500 350

Senior Clinical Project Manager 120 525 400

Clinical Operations Manager 150 550 420

Clinical Director 150 650 500

VP of Clinical Researcg 170 815 950

Pharmacovigilance

Job Title Perm


PV Officer 50,000 80,000 30,000

Pharmacovigilance Manager 65,000 120,000 40,000

Senior PV Manager 75,000 130,000 60,000

Asc. Pharmacovigilance Director 80,000 140,000 70,000

PV Director 90,000 150,000 100,000

VP PV 95,000 165,000 145,000



PV Officer 490 190 140

Pharmacovigilance Manager 700 270 200

Senior PV Manager 800 410 300

Asc. Pharmacovigilance Director 870 470 350

PV Director 1,050 660 490

VP PV 1,250 970 720

Salaries

51 52

Medical Affairs

Job Title Perm


Head of Medical Affairs 75,000 250,000 70,000

Chief Medical Officer 120,000 250,000 80,000

Medical Advisor 60,000 80,000 55,000

Medical Affairs Manager 80,000 90,000 55,000

Medical Director 90,000 197,000 128,000

Scientific Advisor 75,000 90,000 40,000

Senior Medical Advisor 85,000 100,000 50,000



Head of Medical Affairs - - -

Chief Medical Pfficer - - -

Medical Advisor 300 - 200

Medical Affairs Manager 500 410 300

Medical Director 700 810 600

Scientific Advisor 420 510 690

Senior Medical Advisor 400 470 350

Quality Assurance

Job Title Perm


QA Officer 30,000 70,000 30,000

Senior QA Officer 40,000 85,000 39,000

QA Manager 60,000 120,000 45,000

Head of Quality 87,000 185,000 50,000

Director of Quality 93,700 150,000 15,000

VP of Quality 260,000 235,000 20,000

Quality Systems Manager 45,000 85,000 40,000

QC Analyst 47,700 35,000 22,000

QC Team Leader 50,000 46,500 35,000

QC Manager 60,000 65,000 50,000

QA Auditor 55,000 75,800 57,000

Salaries

53 54


Europe (€) UK (£)

QA Officer 200 140

Senior QA Officer 225 200

QA Manager 560 400

Head of Quality 650 520

Director of Quality 700 620

VP of Quality 845 750

Quality Systems Manager 595 400

QC Analyst 560 110

QC Team Leader 190 170

QC Manager 270 240

QA Auditor 325 300

Salaries

55 56

$60,000

On average Life Sciences Professionals (18 - 24 yrs) in the US earn an annual

average of

£26,000for the UK

€22,530for Germany

Our TeamsSection 8

Our Teams - Contact Us

Adam Smith | Director, London+44 (0)20 3327 [email protected]

Christian Kalous | Manager DACH+49 89 2109 4906 [email protected]

Ben Richardson | Manager, Santa Monica+1 415 621 [email protected]

Alex Cooke | Manager, New York+1 646 810 [email protected]

59 60

www.sciproglobal.com

in partnership with

London +44 (0)20 3327 3072Munich +49 (0)89 2109 4906New York +1 646 810 3847Santa Monica +1 424 835 5912

Employment Trends & Salary Survey · Hiring Trends What are the most challenging aspects of...

Documents

Transcript of Employment Trends & Salary Survey · Hiring Trends What are the most challenging aspects of...